PROPOSAL South Miami Police Department Police Sergeant Promotional Process October 7, 2020
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City of South Miami – 2021 Sergeant Promotional Process
PROPOSAL
South Miami Police Department
Police Sergeant Promotional Process
October 7, 2020
Prepared By:
The Assessment Center
Miami Dade College – School of Justice
11380 NW 27th Avenue, Suite 8324
Miami, Florida 33167-3495
P: 305.237.8012
F: 305.237-1807
lguinov@mdc.eduCity of South Miami – 2021 Sergeant Promotional Process
TABLE OF CONTENTS
Table of Contents
PART I – MIAMI DADE COLLEGE ASSESSMENT CENTER DESCRIPTION ......................................................... 3
PART II – SCOPE OF SERVICES ....................................................................................................................... 1
PART V– COST ............................................................................................................................................... 6
1|P a g eCity of South Miami – 2021 Sergeant Promotional Process
October 7, 2020
South Miami Police Department
Chief Rene Landa
6130 Sunset Drive
South Miami, FL 33143
Miami Dade College’s Assessment Center presents to the City of South Miami its proposal of our approach to partner
with the Police Department for the upcoming promotional process involving the rank of Police Sergeant.
We present our methodology to demonstrate that we are fully prepared to meet and exceed all of the personnel
selection objectives discussed during our meeting. Our methodology complies with testing guidelines and professional
standards set forth by the Uniform Guidelines on Employee Selection Procedures, the Principles for the Validation and
Use of Personnel Selection of the Society for Industrial and Organizational Psychology (SIOP), and the Guidelines and
Ethical Considerations for Assessment Center Operations.
Our objective is to meet all of the Department’s needs in conducting a fair and valid promotional process. Our services
will include:
Review of job analyses for the rank of Sergeant
Review of bibliographies (reading lists) currently used as the basis of job knowledge tests and
recommendations for revisions
Conduct general orientation session for Sergeant candidates
Development of written examination
Administration of all exercises and tests developed
Recruitment, screening, selection and training of assessors
Oversight of the evaluation process
Preparation and delivery of results
Provision of performance feedback to candidates
Additionally, Miami Dade College will assist the Department in addressing any concerns, requests and questions
regarding the entire promotional process. Thank you for your time and for the opportunity to provide this service to your
Department. If you have any questions please do not hesitate to contact us at 305-237-8012, or via e-mail at
LGUINOV@MDC.EDU.
Sincerely,
Lisa M. Guinovart, M.S.
Assessment Center Director
2|P a g eCity of South Miami – 2021 Sergeant Promotional Process
PART I – MIAMI DADE COLLEGE ASSESSMENT CENTER DESCRIPTION
BACKGROUND
The School of Justice Assessment Center (Assessment Center) has an unparalleled depth and breadth of
experience in public safety assessment ranging from entry level to chief's level positions. The Assessment
Center is fully prepared to meet or exceed all of the personnel selection objectives of the communities.
The Assessment Center was created in 1981 by Special Response Funds from the Law Enforcement
Assistance Administration (LEAA) and for nearly 30 years, has provided comprehensive selection and
promotional assessment services to a variety of public safety agencies nationwide. Backed by Miami Dade
College, an education landmark in South Florida with a long and stable history, the Assessment Center
shares in a long-standing tradition of excellence. We have assessed over 22,000 individuals for various
positions in public safety and have earned a solid reputation of integrity among public safety agencies. Since
1985, the Assessment Center has assisted city and county managers in external recruitment for chiefs of
police and other executive positions such as directors of corrections, finance, public works, and data systems.
The Assessment Center has the experience and resources to conduct job analyses, develop and implement
job-relevant exercises, evaluate records, and analyze performance data for any public safety position.
Testing programs are tailored to individual agencies’ needs and range from content-valid written tests and
assessment-based oral boards to full-scale, complex assessment centers that include telecommunications
equipment and multimedia.
The Assessment Center serves as a model for the development of other assessment centers throughout the
United States and internationally. Prompted by the Center’s successful record of accomplishment, agencies
including the Federal Bureau of Investigations (FBI) and the London Metropolitan Police have benchmarked
with our programs to establish similar assessment programs. The Center has also collaborated with law
enforcement departments to provide training programs for their personnel to serve as assessors in our record
evaluation processes.
Maintaining a long standing working relationship with the law enforcement community, the Center has
developed and implemented over 170 assessment programs nationwide, primarily in law enforcement
testing. The Center has served over 25 agencies in the state of Florida, many on a continuing basis. All
entry level and promotional assessments for the Miami-Dade Police Department have been conducted by
the Assessment Center since 1983. The Center has also served agencies in the states of Virginia, South
Carolina, North Carolina, Alabama, and Nebraska.
The Assessment Center is staffed by a director, two assessment analysts, five full-time and part-time
administrative staff members and two contracted Psychologists. Our team of dedicated professionals, with
3|P a g eCity of South Miami – 2021 Sergeant Promotional Process
advanced degrees in the behavioral sciences and extensive experience in assessment, strive to develop
customized solutions to meet your personnel selection and assessment needs.
COMPANY PROFILE
(1) Company Contact Information: (2) Authorized Representative Name, Title,
Address, and Phone Number:
Miami Dade College, North Campus Raimundo Socorro, Ph.D., School of
School of Justice Assessment Center Justice Director
11380 NW 27th Avenue, Room 8324
Miami, FL 33167 Miami Dade College, North Campus
Phone: (305) 237-1476 School of Justice
Fax: (305) 237-1858 11380 NW 27th Avenue, Room #8310
Miami, FL 33167
Phone: (305) 237-1508
(3) History:
Miami Dade College was established in 1959. It is a multi-campus, four-year, state-supported
college with eight campuses and numerous outreach centers. Miami Dade College is nationally
recognized as one the largest and best colleges in the country. It is governed by a seven-member
District Board of Trustees and a college president. The Miami Dade College School of Justice
Assessment Center was established in 1981 with Special Response Funds from the Law
Enforcement Assistance Administration to provide personnel selection services for public safety.
(4) Contract Team:
Lisa M. Guinovart, M.S. – Assessment Center Associate Director
Armando Falcon, Ph.D. - Assessment Analyst
Chantal Ramirez, M.S. – Assessment Analyst
(5) Accreditations:
Miami Dade College is accredited by the Commission on Colleges of the Southern Association of
Colleges and Schools.
4|P a g eCity of South Miami – 2021 Sergeant Promotional Process
City of South Miami – 2021 Sergeant Promotional Process
PART II – SCOPE OF SERVICES
The City of South Miami Police Department is seeking a qualified consultant to provide the following
services in relation to promotional testing for the rank of Police Sergeant:
Review of job analyses for the rank of Sergeant
Review of bibliographies (reading lists) currently used as the basis of job knowledge tests and
recommendations for revisions
Conduct a general orientation session for Sergeant candidates
Development of written examination
Development of an assessment exercises (BADGE & Structural Interview)
Administration of all exercises and tests developed
Recruitment, screening, selection and training of assessors
Oversight of the evaluation process
Preparation and delivery of results
Provision of performance feedback to candidates
SUBJECT MATTER EXPERT PANEL
The development of the assessment exercises will involve a content validity strategy and will comply with
professional standards for personnel selection as well as the Department’s applicable rules and regulations
and collective bargaining agreements. The validation process will involve the use of subject matter experts
(SMEs) from the South Miami Police Department. All SME panels described in this response will meet the
following requirements:
SME panel collectively represents the demographics of the employee population with respect to
gender, age, race, years of experience, etc.
SMEs must be experienced and active in the target position (e.g. SMEs should not be on
probationary status or should not be temporarily assigned to the position). At least one year of job
experience in the target rank is required to serve as a SME.
SME panel collectively represents various functional areas and/or shifts of the target rank.
SME panel must include approximately 10% to 20% supervisors of the target rank.
SECURITY PLAN
Test security is a fundamentally important consideration for all testing programs developed and
administered by the Assessment Center. Security is of vital importance to the integrity of the overall
system. The methodology used by the Assessment Center involves a promotional testing procedure thatCity of South Miami – 2021 Sergeant Promotional Process
minimizes the risk of test exposure. However, there remains an issue of test security. The Assessment
Center has many safeguards in place to maintain the security of exercises, checklists, and related test
materials.
Subject Matter Expert Security Subject Matter Expert (SME) panels are structured to use progressively
higher levels of expert review. Job incumbents are used for initial development work (e.g. Job Analyses and
Critical Incident Reports). Personnel at or above the respective rank are used for exercise refinement. All
SME panel members are required to signify their consent to abide by all Assessment Center procedures by
signing security/confidentiality agreements that detail security and confidentiality procedures. All SME panel
meetings are conducted in restricted access environments. All SME notes are collected after each meeting.
It is the position of the Assessment Center that agencies should communicate their firm commitment to
protect and preserve the integrity of systems developed to facilitate the mobility of personnel up the ranks
within their organization.
All agencies served by the Assessment Center are strongly encouraged to include in their standard
operating policies and procedures a clearly articulated position outlining the obligation of their agency
personnel to maintain the security and confidentiality of testing processes. These test security measures
help ensure that all materials related to a specific assessment center are tightly controlled and accounted
for at all times, and that SMEs clearly understand the criticality of keeping test materials confidential.
Physical Security During the development, administration, and feedback stages of an assessment center,
all test exercises and related materials are secured by the Assessment Center in a restricted-access facility
located in the School of Justice. This facility is located within an alarmed area of the School of Justice. Only
Assessment Center staff members have access to this facility. During the evaluation stage of an
assessment center, all test exercises and related materials are secured in a restricted-access facility
located at the evaluation site. Assessment Center personnel supervise the transport of test exercises and
related materials to and from test development and/or evaluation sites.
In addition, all of our test materials are duplicated in-house at the Miami Dade College North Campus Copy
Center. During duplication, the Copy Center closes its doors to the entire campus to work exclusively on
the Center’s job requests. A Center staff member remains physically present at the Copy Center until the
duplication is complete. The staff member then transports the documents back to the Center for storage in
the vault until test administration.
Administration Security Assessment Center personnel supervise all Assessment Center activities.
Candidates are not permitted to bring any notes, books, supplies, or communication devices to the testing
site. All candidates are given a standard set of supplies for testing purposes. In order to minimize the
exposure of test exercises, stringent measures are applied to the development of test administration
schedules. All test components have a maximum exposure time of one day. Where necessary, candidates
are sequestered to avoid the likelihood of information sharing that could compromise test security.
2|P a g eCity of South Miami – 2021 Sergeant Promotional Process
JOB ANALYSIS
The Assessment Center will review the current Police Sergeant job analyses to determine the
comprehensive range of aptitudes, skills, abilities, and other traits required, in order to identify candidates
best suited to perform successfully in the target positions.
WRITTEN EXAMINATION DEVELOPMENT
The Assessment Center will develop a 110-item multiple-choice written exam for the rank of Sergeant,
using source materials selected by the South Miami Police Department. Each item will include an answer
key and the appropriate source citation (including page number) for each test item. The written tests will be
submitted for review by a SME panel. SMEs will be presented with written test items created by the
Assessment Center for review and will decide collectively, under the guidance of a professional
Assessment Center staff member, whether items should be included on the exams on the basis of clarity,
relevance, and level of difficulty. Items approved by the SME panel will be included written aptitude tests.
The written test will include a candidate test booklet and an annotated key.
CANDIDATE ORIENTATION SESSION
The Assessment Center will facilitate a candidate orientation session for the rank of Sergeant. Candidates
will be provided with an overview of the testing process and with information regarding each exercise
module and dates, times and locations for each component of the process. Additionally, candidates will
receive an orientation/preparation guide with helpful hints. Candidates will also have the opportunity to ask
questions at the end of the session. The Assessment Center will provide the venue, handouts and other
necessary materials for the orientation.
WRITTEN EXAM ADMINISTRATION & EVALUATION
Before the test begins, candidates will be required to provide photo ID, sign in, and sign a copy of the test
rules. The examination will be timed and once the allotted time frame expires, candidate answer sheets will
be collected and sealed for scoring by the Assessment Center.
Item appeals will be handled in compliance with collective bargaining agreement requirements. Item
appeals will be reviewed by a SME panel under the guidance of Assessment Center professional staff to
evaluate the merits of the appeal and make decisions on whether the appeal should be upheld or denied.
The Assessment Center will prepare written response to candidates regarding their appeals.
Additionally, the Assessment Center will conduct an item analysis to identify the existence of technically
flawed items. Points will be awarded for items meeting pre-determined item analysis criteria for exclusion to
all candidates unless otherwise requested by the Department.
Candidates will be notified regarding their written test scores prior to undergoing the assessment portion of
the promotional process. There will be a cut-off score on the written examination as requested and
3|P a g eCity of South Miami – 2021 Sergeant Promotional Process
determined by the Department. Candidates are required to meet this cut-score score to proceed to the
Assessment (BADGE) exercise of the promotional process.
The Assessment Center will provide the venue, proctors, and materials necessary for the written exam
administration.
ASSESSMENT EXERCISE ADMINISTRATION
All assessment exercises will be administered individually and separately.
To avoid exposure of test materials or the development of multiple or alternate exercise versions,
candidates may be held over for extended periods.
Prior to exercise administration, candidates will receive a Candidate Test Notification Letter which will
include the report dates, times, and locations for each promotional process activity. On test administration
days, candidates will be required to go through a sign-in process. As part of this process, candidates will be
asked to provide photo identification and will be assigned a candidate number. Lastly, candidates will be
required to sign a copy of the test rules and will receive a brief orientation. Candidates may be held over for
extended periods before and after undergoing an exercise. The Assessment Center will provide the venue,
all test materials and supplies, recording equipment and staff necessary for the administration of the
assessment exercise.
ASSESSMENT EXERCISE EVALUATION
The panel of assessors evaluating the candidates shall be at the rank of Sergeant or above, from
communities of comparable size and demographics to the South Miami Police Department.
Assessors will receive one full day of training by the Assessment Center on the specific portion of the
assessment assigned to them. As part of the training, assessors will learn how to take behavioral
observation notes and will learn how to use the rating tools and apply the scoring benchmarks. This will
enable the trainer to gauge the level of proficiency of the assessors and address any areas needing
improvement or clarification.
Assessors will work in teams to evaluate candidate records. Each assessor on the panel will first evaluate
candidate performance independently. After all scoring is complete, assessors will discuss ratings to reach
consensus. Once they have completed their ratings and consensus discussion, evaluation materials
produced by the assessors will undergo a rigorous two-part review by the Assessment Center to ensure
that the records were evaluated according to the guidelines discussed during training. Records not meeting
standards are returned to the assessor team for review and correction. Once a record passes the review
process satisfactorily, the record is stored. This process will continue until all records are evaluated and
properly reviewed. The Assessment Center will provide materials supplies, media equipment staff, and
external assessors.
4|P a g eCity of South Miami – 2021 Sergeant Promotional Process
RESULTS & TECHNICAL REPORTS
The Assessment Center will provide final candidate result packages to the South Miami Police Department.
Packages will include, but are not limited to: Statistical summaries including raw scores, means, and
standard deviations. The Assessment Center will provide the score report within thirty (30) calendar days
after administering the last testing process. Candidates will be given an individualized feedback report
including strengths and weaknesses as well as graphs illustrating their performance across exercises and
in comparison to group average.
5|P a g eCity of South Miami – 2021 Sergeant Promotional Process
PART V– COST
WRITTEN EXAMINATION
SERGEANT WRITTEN EXAMINATION DEVELOPMENT
Job Analysis Review No Charge
Development and preparation of Source Reading List including meetings with Subject Matter Experts (SME) and
review of related written exam Source Materials. No Charge
Development of Written Examination $2,000.00
SUBTOTAL WRITTEN EXAMINATION DEVELOPMENT: $2,000.00
SERGEANT WRITTEN EXAMINATION ADMINISTRATION
Orientation:
Preparation of Candidate Test Notification Letters & Candidate Orientation Guide No Charge
Execution of 1 comprehensive candidate orientation (with orientation guidebooks) $500.00
Written Exam:
Administration Venue, Set Up, & Tear Down No Charge
1 Director (1/2 day) & 1 Assessment Analyst (1 day) $500.00
SUBTOTAL WRITTEN EXAMINATION ADMINISTRATION: $1,000.00
SERGEANT WRITTEN EXAMINATION EVALUATION
Written Exam Evaluation:
Oversee Item Challenge /Appeals Process $700.00
Conduct Statistical Item Analysis $250.00
Preparation of Final Results & Technical Report $500.00
SUBTOTAL WRITTEN EXAMINATION EVALUATION: $1,450.00
TOTAL SERGEANT WRITTEN EXAMINATION $4,450.00City of South Miami – 2021 Sergeant Promotional Process
SERGEANT ASSESSMENT EXERCISE DEVELOPMENT
South Miami
Subject Matter Experts (SMEs)
Police Department
Materials for SME Meetings No Charge
Development of 3-Item BADGE Exercise, 3-Item Structured Interview & Scoring Criteria No Charge
TOTAL BADGE EXERCISE DEVELOPMENT No Charge
SERGEANT ASSESSMENT EXERCISE ADMINISTRATION & EVALUATION (UP TO 15 Candidates)
Administration:
Candidate Orientation & Test Notification $150.00
Test Administration Venue, Audio Recording Devices, DVDs & Mini DVs No Charge
Media Equipment Set Up, Operation, & Staffing No Charge
Assessment Center Staff (1 Director, 2 Assessment Analysts (1 day)) $750.00
Evaluation:
Recruitment & Selection of Assessors (3 Assessors) No Charge
Preparation of Evaluation Materials Including Binding & Duplication of Assessor Training Materials No Charge
Assessor Training $300.00
Assessor Meals (Breakfast & Lunch) $500.00
2 Assessment Analysts For Assessor Training and Evaluation $700.00
Final Results:
Preparation of Final Results & Technical Report Including Individual Candidate Reports $750.00
TOTAL BADGE EXERCISE ADMINSITRATION & EVALUATION $3,150.00
SERGEANT BADGE EXERCISE FEEDBACK
Preparation of Feedback Materials Including Binding & duplication of Training Materials & Candidate Schedules &
No Charge
Notifications
Professional Oversight of Feedback $500.00
TOTAL FEEDBACK $500.00
TOTAL SERGEANT ASSESSMENT CENTER EXERCISES $3,650.00
TOTAL FOR SERGEANT PROMOTIONAL PROCESS $8,100.00
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